VSBA Hot Topic Conference
Charlottesville Omni Hotel & Resort
Implementing Reduction in Force
Policies at the Local Level
REDUCTION IN FORCE (RIF)
Presented by Marcus J. Newsome, Ed.D.
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School Board Policy 533 –
Reduction In Force
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When is a RIF necessary?
A decrease in pupil enrollment, insufficient
funding, expiration of special grants and/or
other conditions may require a modification of
the educational program which results in a
reduction in staff from the school division.
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APPLICATION
The application of the reduction in force policy
shall be for the division as a whole rather than
by individual facilities except that employees
employed in programs funded through special
grants and other special sources of funding shall
be treated as separate categories, unless
otherwise provided for in the policy.
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APPLICATION
• Teachers
• Support Personnel
• Administrative/Supervisory Personnel
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A teacher is defined as:
• A person who holds a current teaching certificate
issued by the Virginia Department of Education
• who is employed on a full-time contractual basis by
the Chesterfield County Public Schools
• and who has been placed on the teacher's salary
schedule by formal action of the school board 6
Process for Teacher Layoff
• The primary factor considered in reduction in force
shall be seniority, the least senior person being laid
off first.
• Probationary teachers shall be laid off prior to
continuing contract teachers.
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Process for Teacher Layoff
• Seniority shall be that period of time commencing
with the most recent term of continuous service as a
certificated employee with the Chesterfield County
Public Schools including authorized leave.
• Excludes temporary, interim, substitute, or part-time
employment.
• The initial date of employment shall be the date of
appointment to a teaching position, as distinguished
from the date of the school board meeting where
such an appointment was approved.
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Process for Teacher Layoff
• If two or more teachers have the same length of service, they
are ranked by date of contract offer that begins the most
recent period of continuous service, and, if necessary, date of
receipt of most recent application resulting in employment,
and finally, by lot.
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Process for Teacher Layoff
• Each teacher in the affected endorsement area or
instructional program who is recommended for lay off from
that area or program shall have the right to be considered in
all programs or instructional areas for which the endorsement
requirements are fully met by the endorsement on which the
teacher's active assignment has been based.
• In addition, a teacher who holds current endorsement in an
area previously taught on a full-time basis within the past
seven years, will be placed on the seniority list for that
endorsement area.
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Process for Teacher Layoff
• Released continuing contract teachers shall be offered
reemployment as vacancies occur.
• When a vacancy occurs, the most senior released employee
will be recalled first.
• No new teachers shall be employed for an area or program
until all properly certified continuing contract teachers
released from such assignment have been provided with the
opportunity of filling the available positions.
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Process for Teacher Layoff
• The provisions of the policy shall not apply in those
cases where the employment of teachers whose
special skills and/or active assignment is essential to
the effective operation of the school system.
• The determination of essential personnel shall be at
the sole discretion of the school board upon
recommendation of the superintendent.
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Process for Teacher Layoff
5. The provisions of paragraph C, shall not apply in
those cases where the employment of teachers
whose special skills and/or active assignment is
essential to the effective operation of the school
system. The determination of essential personnel
shall be at the sole discretion of the school board
upon recommendation of the superintendent.
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Process for Support Personnel Layoff
• Support personnel are defined as those persons
assigned full-time to a position not categorized as a
teacher or administrative/supervisory personnel.
• The primary factor to be considered in making
both the recommendation and the determination
shall be based on seniority, the least senior being
laid off first.
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Process for Support Personnel Layoff
• The procedure by which support personnel shall be laid off
shall be the same as the teacher process with the exception that
all employment with the Chesterfield County Public Schools,
regardless of position, shall be counted toward seniority.
• In addition, an employee who is recommended for layoff from
his or her present position may be considered for lesser
positions which the superintendent determines to have generally
similar duties and for which the person is otherwise qualified.
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Process for Support Personnel Layoff
• Released employees shall be offered reemployment
as vacancies occur in the position which they held.
• When a vacancy occurs the most senior released
employee will be recalled first.
• No new persons shall be employed for a position
until all persons released from such positions have
been provided with the opportunity of filling the
available positions. 16
Process for Administrative/Supervisory Personnel Layoff
• Where there is only one person in a position classification
determined to be one which must be reduced, that person
shall be laid off unless the superintendent considers such
employee for another administrative or professional
position.
• An administrator or professional who achieved continuing
contract status in Virginia as a teacher prior to taking the
administrative or supervisory position and who is
recommended for reduction, shall also be considered as a
teacher in the program or area which he or she left,
providing his or her certification is still valid. 17
Process for Administrative/Supervisory Personnel Layoff
• Where there is more than one person in a position
classification, the school board on the
recommendation of the superintendent, shall
determine which individual(s) shall be laid off.
• The primary factors to be considered in making both
the recommendation and determination shall be job
performance, the specific needs of the school
division, and any special qualification an individual
might possess. 18
Process for Administrative/Supervisory Personnel Layoff
•The primary factors to be considered in
making both the recommendation and
determination shall be job performance, the
specific needs of the school division, and
any special qualification an individual might
possess.
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Process for Administrative/Supervisory Personnel Layoff
• In those cases where no significant difference among
individuals exists after a review of these factors, the
recommendation and determination shall be based on
seniority, the least senior being laid off first.
• An employee who is recommended for layoff from his or her
present position may be considered for other positions which
the superintendent determines to have generally similar duties
and for which the person is otherwise qualified.
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Process for Administrative/Supervisory Personnel Layoff
• Released employees shall be offered
reemployment as vacancies occur in the position
which they held previously.
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REDUCTION IN FORCE
(RIF)
Questions
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